上司不当督导对下属负性情绪影响以归因风格为调节变量.pdf

The Research on the Impact of Abusive Supervision on Employees’ Negative Emotions: the Moderated Role of Attribution A Dissertation Submitted to the Graduate School of Henan University in Partial Fulfillment of the Requirements for the Degree of Master of Science By Zhao Yuhua Supervisor: Prof. Ding Guifeng April,2013 I 摘 要 不当督导是指员工感知到的管理者持续表现出的怀有敌意的言语和非言语行为，不 包括身体上的接触。作为一种消极的领导行为，不当督导会引发下属的不良情绪体验。 本研究主要总结归纳了不当督导的定义、不当督导的表现、影响不当督导的因素以及不 当督导的测量。对因变量（情绪）和调节变量（归因风格）也做了详细的总结。并且从 中国文化背景出发，通过张璐同学编制的中国文化背景下的不当督导量表，探讨分析了 中国文化背景下不当督导与愤怒、羞愧之间的预测作用、以及归因方式在不当督导和愤 怒、羞愧之间所起的调节作用。 本研究采用文献综述法和问卷调查法，探讨不当督导通过归因风格的调节效应来影 响下属的情绪反应（主要包括愤怒与羞愧）。对 403名企业员工进行问卷调查，采用探 索性因素分析、t检验、相关分析、回归分析等多种统计分析技术，得到以下结论： （1）不当督导的三个维度忽视诋毁、蓄意阻挠和苛责下属对愤怒情绪和羞愧情绪都有 极其显著的正向预测作用。 （2）归因风格对不当督导和愤怒情绪之间的关系呈调节作用。具体来说，当员工将不 当督导归因于非自身的因素，且不稳定时，上司的不当督导更容易引起员工的愤怒情绪。 （3）归因风格对不当督导和羞愧情绪之间的关系呈调节作用。具体来说，当员工将不 当督导归因于自身的因素，且不稳定时，上司的不当督导更容易引起员工的羞愧情绪。 关键词：不当督导，愤怒，羞愧，归因风格 III ABSTRACT Abusive supervision was defined as subordinates’ perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors excluding physical contact. Destructive leadership will trigger unhealthy emotion of employees as a kind of negative leadership. This study summarized the definition of abusive supervision, abusive supervision performance, the effect and measurement of abusive supervision. On the dependent variable ( emotion ) and variable ( attribution ) also summarized in detail. From the point view of Chinese cultural, there is a new abusive supervision scale by Zhang Lu. The research discussed the relationship between abusive supervision and anger, shame, and attribution can moderate the relationship between abusive supervision and anger, shame. The method of the study is literature review and questionnaire survey. The study of discuss about that making use of the attribution influence change unhealthy emotion of the employees. T